"I have been in employee relations a total of 3 years, to include 1 year exp as a ER Manager. I would love to take my career to the next level, I?m just not sure what direction to go in. Prior to specializing in employee relations, I had 8 years of generalist experience. I really like ER, but i?m getting bored with conducting investigations, approving discipline and coaching managers. We don?t have a formalized structured program in place and my company doesn?t seem to be going in that direction. I on the other hand would love to put a structured program in place. Any ideas on how I can do this or what I can do to recharge my career?"

Hi Cameron:
Maybe your company is not going in the direction of a formalized structured program because they really don't appreciate the benefits it good bring. If you prepare a really strategic proposal, taking into account what you know is important to them, maybe you can upgrade your function and have challenges which can expand and propel your career.
Good luck!
Ian

Answered

Sorry! Something went wrong on our end. Please try again later.

Pilla Nageshwara Rao

October 26, 2009 05:22 PM

Dear CameronKing1,
I like to advise you that u msut get further expertise in ER because ER is
a
good subject in HR where you will be getting good expertise as well as
Exposure among the Organisation.If u want a change over better opt for
Public Relations which again a bright area to prosper and you will have
Job Security as well.
Best of Luck
p n rao
On Mon, Oct 26, 2009 at 4:00 PM, CameronKing1 via employee-relations-career
<employee-relations-career@hr.toolbox.com> wrote:
> Posted by CameronKing1(Employee Relations Manager)
> on Oct 26 at 4:03 PM
> I have been in employee relations a total of 3 years, to include 1 year
> exp as a ER Manager. I would love to take my career to the next level, I?m
> just not sure what direction to go in. Prior to specializing in employee
> relations, I had 8 years of generalist experience. I really like ER, but i?m
> getting bored with conducting investigations, approving discipline and
> coaching managers. We don?t have a formalized structured program in place
> and my company doesn?t seem to be going in that direction. I on the other
> hand would love to put a structured program in place. Any ideas on how I can
> do this or what I can do to recharge my career?

Hi Cameron,
I fell into this industry by accident, so I'm not sure how much help I'll
be. What do you mean when you say that your company ""does not have a
formalized structured process in place?"" A little more clarification on that
issue might be helpful in further directing you.
I have some generalist experience but not as much as you do. Having said
that, the bulk of my experience (10+ years) has been in Labor Relations...it
includes some of the issues you are referring to that fall under the guise
of Employee Relations (disciplinary action, employee performance and
development)...for me, I wouldn't want to do anything else. I don't have any
desire to be involved in organizational structure, training...but if it was
part of an overall position, I would certainly do it and do it well. Labor,
on the other hand, in addition to the employee relations component, deals
with grievances, arbitration, union management/avoidance, strike prep and my
favourite--contract negotiations.
If that rings your bell, I would talk to your supervisor and see how you
might be able to incorporate some of those duties into your existing
position...if all else fails, see if you can get to sit in on negotiations
(assuming your company has union employees as well as non-union). Short of
that, I would join SHRM (if you don't already belong), take courses at
University near you (i.e. UCLA Extension) in other HR-areas that may be of
interest to you (comp & analysis, benefits)...also look into Worldatwork.org
for learning opportunities.
I wish you much luck. Let me know how it goes.
On Mon, Oct 26, 2009 at 1:00 PM, CameronKing1 via employee-relations-career
<employee-relations-career@hr.toolbox.com> wrote:
> Posted by CameronKing1(Employee Relations Manager)
> on Oct 26 at 4:03 PM
> I have been in employee relations a total of 3 years, to include 1 year
> exp as a ER Manager. I would love to take my career to the next level, I?m
> just not sure what direction to go in. Prior to specializing in employee
> relations, I had 8 years of generalist experience. I really like ER, but i?m
> getting bored with conducting investigations, approving discipline and
> coaching managers. We don?t have a formalized structured program in place
> and my company doesn?t seem to be going in that direction. I on the other
> hand would love to put a structured program in place. Any ideas on how I can
> do this or what I can do to recharge my career?

Thank you for the response. When I say a structured program, we don't
have a formalized employee relations program in place meaning the
processes are established based on who is in charge at the time. I like
more structure and to have processes in writing for everyone to go by.

Posted by Engelhlywd (Director,
Labor Relations)
on Oct 27 at 1:10 AM
Mark this reply as helpfulMark as helpful
<http://hr.toolbox.com/api/ContentVote/3079112/1/2/>
Hi Cameron,
I fell into this industry by accident, so I'm not sure how much help
I'll
be. What do you mean when you say that your company ""does not have a
formalized structured process in place?"" A little more clarification on
that
issue might be helpful in further directing you.
I have some generalist experience but not as much as you do. Having said
that, the bulk of my experience (10+ years) has been in Labor
Relations...it
includes some of the issues you are referring to that fall under the
guise
of Employee Relations (disciplinary action, employee performance and
development)...for me, I wouldn't want to do anything else. I don't have
any
desire to be involved in organizational structure, training...but if it
was
part of an overall position, I would certainly do it and do it well.
Labor,
on the other hand, in addition to the employee relations component,
deals
with grievances, arbitration, union management/avoidance, strike prep
and my
favourite--contract negotiations.
If that rings your bell, I would talk to your supervisor and see how you
might be able to incorporate some of those duties into your existing
position...if all else fails, see if you can get to sit in on
negotiations
(assuming your company has union employees as well as non-union). Short
of
that, I would join SHRM (if you don't already belong), take courses at
University near you (i.e. UCLA Extension) in other HR-areas that may be
of
interest to you (comp & analysis, benefits)...also look into
Worldatwork.org
for learning opportunities.
I wish you much luck. Let me know how it goes.
On Mon, Oct 26, 2009 at 1:00 PM, CameronKing1 via
employee-relations-career
<employee-relations-career@hr.toolbox.com> wrote:
> Posted by CameronKing1(Employee Relations Manager)
> on Oct 26 at 4:03 PM
> I have been in employee relations a total of 3 years, to include 1
year
> exp as a ER Manager. I would love to take my career to the next level,
I?m
> just not sure what direction to go in. Prior to specializing in
employee
> relations, I had 8 years of generalist experience. I really like ER,
but i?m
> getting bored with conducting investigations, approving discipline and
> coaching managers. We don?t have a formalized structured program in
place
> and my company doesn?t seem to be going in that direction. I on the
other
> hand would love to put a structured program in place. Any ideas on how
I can
> do this or what I can do to recharge my career?

It has been my experience (and this may good for you), that often those
programmes are not formalized. You should work with your VP in establishing
procedures based upon your immediate experiences, the company's long-term
goals. Have you initiated a discussion? Just because your company doesn't
have a formal process in place doesn't mean it shouldn't have one. You could
use this opportunity to ""take the reigns"" and be the shining star.
Let me know if I might be able to assist you.
On Tue, Oct 27, 2009 at 6:39 AM, CameronKing1 via employee-relations-career
<employee-relations-career@hr.toolbox.com> wrote:
>
> Posted by CameronKing1 (Employee
> Relations Manager)
> on Oct 27 at 9:33 AM
> Thank you for the response. When I say a structured program, we don't
> have a formalized employee relations program in place meaning the
> processes are established based on who is in charge at the time. I like
> more structure and to have processes in writing for everyone to go by.
>
> From: Engelhlywd via employee-relations-career
> [mailto:employee-relations-career@hr.toolbox.com]
> Sent: Tuesday, October 27, 2009 1:24 AM
> To: Cameron King
> Subject: Re: [employee-relations-career] How to recharge my career -
> currently in employee relations...
>
>
>
> Posted by Engelhlywd (Director,
> Labor Relations)
> on Oct 27 at 1:10 AM
> Mark this reply as helpfulMark as helpful
> <http://hr.toolbox.com/api/ContentVote/3079112/1/2/>
> Hi Cameron,
> I fell into this industry by accident, so I'm not sure how much help
> I'll
> be. What do you mean when you say that your company ""does not have a
> formalized structured process in place?"" A little more clarification on
> that
> issue might be helpful in further directing you.
> I have some generalist experience but not as much as you do. Having said
> that, the bulk of my experience (10+ years) has been in Labor
> Relations...it
> includes some of the issues you are referring to that fall under the
> guise
> of Employee Relations (disciplinary action, employee performance and
> development)...for me, I wouldn't want to do anything else. I don't have
> any
> desire to be involved in organizational structure, training...but if it
> was
> part of an overall position, I would certainly do it and do it well.
> Labor,
> on the other hand, in addition to the employee relations component,
> deals
> with grievances, arbitration, union management/avoidance, strike prep
> and my
> favourite--contract negotiations.
> If that rings your bell, I would talk to your supervisor and see how you
> might be able to incorporate some of those duties into your existing
> position...if all else fails, see if you can get to sit in on
> negotiations
> (assuming your company has union employees as well as non-union). Short
> of
> that, I would join SHRM (if you don't already belong), take courses at
> University near you (i.e. UCLA Extension) in other HR-areas that may be
> of
> interest to you (comp & analysis, benefits)...also look into
> Worldatwork.org
> for learning opportunities.
> I wish you much luck. Let me know how it goes.
> On Mon, Oct 26, 2009 at 1:00 PM, CameronKing1 via
> employee-relations-career
> <employee-relations-career@hr.toolbox.com> wrote:
> > Posted by CameronKing1(Employee Relations Manager)
> > on Oct 26 at 4:03 PM
> > I have been in employee relations a total of 3 years, to include 1
> year
> > exp as a ER Manager. I would love to take my career to the next level,
> I?m
> > just not sure what direction to go in. Prior to specializing in
> employee
> > relations, I had 8 years of generalist experience. I really like ER,
> but i?m
> > getting bored with conducting investigations, approving discipline and
> > coaching managers. We don?t have a formalized structured program in
> place
> > and my company doesn?t seem to be going in that direction. I on the
> other
> > hand would love to put a structured program in place. Any ideas on how
> I can
> > do this or what I can do to recharge my career?